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Quick and lively activities for identifying,
understanding and adapting styles, at work.
5 Fast & Fun
DISC
Behavioural
Style
Activities for Meetings
THE DISC MODEL
T a F oʎ u e R e e P e Fo u e talent tools .com.au2 O u t gʝ n talent tools .com.au3
Carl Jung: 1875 - 1961.
founder of analytical psychology known as Jungian psychology. Jung theorised the four individual factors:
Sensing
Intuition
Feeling
Thinking
This formed the foundation
of the four quadrant model
William Moulton Marston: 1893 - 1947
American Psychologist
who also created Wonder Woman!" Marston viewed people behaving along two axes; one indicating whether they are more passive or active; and the other depending on the individu al's perception of the environment as being more favourable or antagonistic. By placing the axes at right angles, four quadrants form with each de- scribing a behavioural pattern:
Dominance
produces activity in an antagonistic environment produces activity in a favourable environment
Steadiness
produces passivity in a favourable environment
Compliance
produces passivity in an antagonistic environment
THE ORIGINS OF
DISC
THE ORIGINS OF EXTENDED DISC
talent tools .com.au4
Jukka Sappinen
Extended DISC was founded in 1994 by Jukka Sappinen, an MBA graduate from the Helsinki School of Economics who spent his early professional years consulting clients in the use of psychological tools. A profound understanding of the gap between existing tools and corporate needs enabled Jukka to develop what his clients were looking for - an instrument that combines a range of valuable analyses, forming a integrated information on an individual, team, or entire organisation The instrument was developed and honed over several years (1994-
1997), in Finland with the cooperation of key clients and experts in
psychology, statistics, HR, consulting and IT. In 1997, Extended DISC was launched internationally, opening in the USA, which remains a major has spread to over
66 countries
, with an annual growth rate of 20-50%. The Extended DISC System has been translated into 62 languages and is used by thousands of people around the world every day. Extended DISC is the world's fastest growing assessment system. A position maintained by continuing its important research and development work, far outpacing competitors in innovation and people work at the best companies. Our goal is to provide our clients wi th the information they need to keep their best and brightest motivated and mak e the most of their strengths, which helps to ensure a better future for all."
As CEO Jukka Sappinen states:
"We recognise that the most satisfied people work at the best companies. Our goal is to provide our clients with the information they need to keep their best and brightest motivated and make the most of their strengths, which helps to ensure a better future for all."
THE ORIGINS OF EXTENDED DISC
WHY EXTENDED
DISC There are a lot of DISC based products on the market. Extended DISC is simply, the most progressive DISC system in the world today. The new reporting platform is cutting- edge technology leaving other DISC products behind. We can show you how understanding information about your At Talent Tools we attend to each client with individuality and tailor our approach, service and products to your needs Talent Tools resolves people issues that impact the bottom line. If you or your organisation is suffering from any of the following, we can help:
Poor hiring decisions
Excessive staff turnover
Low levels of engagement
Depleted productivity
Under-use of individual strengths
Lack of knowledge of team strengths
Ineffective communication
Weak sales results
Mediocre team performance
Fruitless performance appraisals
Unappreciated reward and recognition efforts
Stressed or burnt-out staff (or Self)
Lacklustre performance
Inadequate business results
All of these issues are costly and time consuming, let us help you get them sorted, with a permanent solution, now. Talent Tools provides the full range of Extended DISC products, public and in-house workshops and accreditation training, as well as research and consultancy services. talent tools .com.au5
Standard 24 page report or
Reports
Reports that can be included in the Personal
Analysis Report. This 2 page add-on relates
the individual's Personal Analysis to a more
The individual's Personal Analysis is then
compared with 20 statements relating statement is a natural style or non-natural style for the individual. that require little energy verses items that will require a lot energy. are ideal for using in:
Recruitment and On-boarding
Performance Management
Professional Development
Leadership & Management Training
Succession Planning
Outplacement
Team Development
Personal Development
The 10 styles are:
Entrepreneurial
Leadership
Project
Team
Customer Service
Information Technology
Management
Sales
Training
talent tools .com.au6
EXTENDED
DISC TOOLS
Personal Analysis
Research Module
Job Comparison
Fully customised reports
Your branding and colours
Choose your role relevant
competencies
Choose your industry relevant
competencies
Your reports promote you and
your services• Work Pair Analysis
Team Analysis
Performance 360
Reasoning Analysis
Team Performance Analysis
360 Degree Feedback
Employee Engagement Survey
Customer Satisfaction Survey
Extended DISC
Personal Analysis
Extended DISC
Tools
1. CELEBRITY STYLES
Objectives:
To practice recognising the styles of others
Note: Note: This activity is ideally suited to use soon after will help participants begin to recognise the differences in the styles by looking at famous people and help participants begin to develop a snapshot of each style. Time:
10 minutes
Materials Required:
How to Recognise Styles
Type of Activity:
Whole Group
Instructions:
Hand out the "How to Identify Style" Handout and remind participants of the characteristics of each of the styles. State the name of a celebrity (there are some suggestions below, add some locals as well) or ask the group to throw out a name, or draw names out of a "hat". Have the group discuss and decide what style that person is, based on what they know of them. Ask for heard about the celebrity to support their style choices. This could open up some lively discussions!
Celebrities:
The Queen
Princess Diana
Kevin Rudd
TV Shows
"Big Bang Theory" "Frasier" - Frasier(I), Niles (C), Dad (D), Daphne (S) "Seinfeld" - Jerry (D), Kramer (S), Elaine (I), George(C) "Everybody Loves Raymond" talent tools .com.au7 talenttools.com.au8
CELEBRITY STYLES
2. TEAM STYLE
talent tools .com.au9
Objectives:
1. To gain insights into the styles that make up your team or group 2. To create a visual representation of your team and spot Time:
15 minutes
Materials Required:
Team Style worksheet (2 pages)
How to Identify Styles Handout
Type of Activity:
Individual, pairs or small groups
Note: this activity can be done as a group
Debrief:
How many of you work on a balanced team? A balanced team is where all quadrants are populated and have roughly the same number of people. Quite rare.
How many of you work on teams that are weighted
in one or two quadrants? How does this match with the tasks and responsibilities of the team? How does this knowledge help you to understand the strengths and weaknesses of your team?
Instructions:
Hand out the Team Style Worksheet and allow about ten minutes for participants to complete the worksheet. Ask them to list their team members (work group or people they interact with most frequently), decide each person's behavioural style, and how they can tell based on that person's behaviours or characteristics. Next, write each person's name in the appropriate quadrant and discuss how the composition of the team affects their interactions and output.
TEAM STYLE WORKSHEET
Instructions:
List your team members, (work group or people they interact with most frequently), their dominant style(s), and how you can tell - lis t a few behaviours or characteristics that are clues to their style. talent tools .com.au10
Create a visual picture of your team by writing
each team member's name in the appropriate quadrant on Worksheet 2.
Often, the most successful teams have
representation on all four quadrants. However the "form" of a team should be aligned to the "function" of the team. Is your team "stacked" for success? How homogeneous or diverse is your team? If your team is weighted heavily in one or two quadrants what essential or helpful characteristics might this contribute.
What may be missing from your team?
How might that affect how your team functions?
TEAM MEMBER PREFERRED STYLE BEHAVIOR OR CHARACTERISTIC CLUES talenttools.com.au11 TEAM
STYLE WORKSHEET 2
TEAM STYLE WORKSHEET 2
quotesdbs_dbs17.pdfusesText_23
[PDF] 5 Fast & Fun DISC Behavioural Style Activities for - Talent Tools